Question

谁能帮我翻译一下啊！急！！！

业绩考核的原则
　　1、公平原则
　　公平是确立和推行人员考绩制度的前提。不公平，就不可能发挥考绩应有的作用。
　　2、严格原则
　　考绩不严格，就会流于形式，形同虚设。考绩不严，不仅不能全面地反映工作人员的真实情况，而且还会产生消极的后果。考绩的严格性包括：要有明确的考核标准；要有严肃认真的考核态度；要有严格的考核制度与科学而严格的程序及方法等。
　　3、单头考评的原则
　　对各级职工的考评，都必须由被考评者的“直接上级”进行。直接上级相对来说最了解被考评者的实际工作表现(成绩、能力、适应性)，也最有可能反映真实情况。间接上级(即上级的上级)对直接上级作出的考评评语，不应当擅自修改。这并不排除间接上级对考评结果的调整修正作用。单头考评明确了考评责任所在，并且使考评系统与组织指挥系统取得一致，更有利于加强经营组织的指挥机能。
　　4、结果公开原则
　　考绩的结论应对本人公开，这是保证考绩民主的重要手段。这样做，一方面，可以使被考核者了解自己的优点和缺点、长处和短处，从而使考核成绩好的人再接再厉，继续保持先进；也可以使考核成绩不好的人心悦诚服，奋起上进。另一方面，还有助于防止考绩中可能出现的偏见以及种种误差，以保证考核的公平与合理。
　　5、结合奖惩原则
　　依据考绩的结果，应根据工作成绩的大小、好坏，有赏有罚，有升有降，而且这种赏罚、升降不仅与精神激励相联系。而且还必须通过工资、奖金等方式同物质利益相联系，这样，才能达到考绩的真正目的。
　　6、客观考评的原则
　　人事考评应当根据明确规定的考评标准，针对客观考评资料进行评价，尽量避免渗入主观性和感情色彩。
　　7、反馈的原则
　　考评的结果(评语)一定要反馈给被考评者本人，否则就起不到考评的教育作用。在反馈考评结果的同时，应当向被考评者就评语进行说明解释，肯定成绩和进步，说明不足之处，提供今后努力的参考意见等等。
　　8、差别的原则
考核的等级之间应当有鲜明的差别界限，针对不同的考评评语在工资、晋升、使用等方面应体现明显差别，使考评带有刺激性，鼓励职工的上进心。

不要那些网上乱七八糟的在线翻译，翻译成一分半钟到两分钟左右的文章
好的话我会追加悬赏的

Answer 1

The principle of a performance evaluation, the principle of fairness and equity is to establish the premise of the implementation of staff performance appraisal system. Unfair, it is impossible to play due role in performance.
2, the strict principles of performance appraisal is not strict, it will become a mere formality, useless. Strict performance, not only does not fully reflect the real situation of the staff, but also have negative consequences. Stringency of performance include: must be a clear assessment criteria; have a serious assessment of attitudes; there must be strict and rigorous scientific evaluation system and the procedures and methods.
3, the principle of single-head evaluation of workers at all levels of evaluation, must be evaluation by a person's "immediate supervisor" for. Relatively speaking, the best understanding of the direct supervisor who was the actual performance evaluation (performance, capacity, adaptability), and most likely reflect the true situation. Indirect parent (ie parent's parent) to the evaluation of the direct supervisor reviews should not be arbitrarily modified. This does not exclude the indirect parent of the evaluation results of the adjusted correction effect. Single-head evaluation clear evaluation responsibilities and evaluation system to reach agreement with the organization and command system, more conducive to strengthening the operational command of the organization function.
4, the results made public the conclusions of the principles of appraisal should I open, this is an important means of ensuring democratic performance. Do so, on the one hand, assessment can be to understand their strengths and weaknesses, strengths and weaknesses, so that the test results good people to keep going advanced; test results can make convincing bad people, to rise upward mobility. On the other hand, also help to prevent possible bias in performance appraisals as well as all the errors, in order to ensure a fair and reasonable assessment.
5, combined with the principle of reward and punishment based on the results of performance appraisal should be based on the size of achievements, good or bad, there is reward and punishment, ups and downs, and this reward and punishment, lifting not only linked with the spirit of the incentive. But also must pay, bonuses, etc. associated with material interests, so in order to achieve the real purpose of performance appraisal.
6, an objective evaluation of the principles of personnel evaluation should be based on clearly defined evaluation criteria, evaluation data for objective evaluation, to avoid infiltration of subjectivity and emotion.
7, the principle of feedback evaluation results (reviews) evaluation must be back to himself, or would not achieve the educational role of evaluation. In the feedback evaluation findings, the evaluation shall be explained by a description on the reviews, positive achievements and progress, indicating the deficiencies, to provide reference for future efforts and so on.
8, the principle difference between the level of assessment should have clear-cut difference between the boundaries, for different evaluation reviews in wages, promotion, use, etc. should reflect the significant difference, so that evaluation with irritation, encourage employees motivated.

Answer 2

The principles of performance evaluation
1, the principle of fairness
Fair is to establish and implement staff performance appraisal system on the premise. Unfair, it is impossible to play due role in performance.
2, the principle of strict
Performance is not strict, it will become a mere formality, useless. Strict performance, not only does not fully reflect the real situation of the staff, but also have negative consequences. Stringency of performance include: must be a clear assessment criteria; have a serious assessment of attitudes; there must be strict and rigorous scientific evaluation system and the procedures and methods.
3, the principle of single-head evaluation
Evaluation of workers at all levels, must be evaluation by a person's "immediate supervisor" for. Relatively speaking, the best understanding of the direct supervisor who was the actual performance evaluation (performance, capacity, adaptability), and most likely reflect the true situation. Indirect parent (ie parent's parent) to the evaluation of the direct supervisor reviews should not be arbitrarily modified. This does not exclude the indirect parent of the evaluation results of the adjusted correction effect. Single-head evaluation clear evaluation responsibilities and evaluation system to reach agreement with the organization and command system, more conducive to strengthening the operational command of the organization function.
4, the results of the principle of openness
Appraisal conclusion I should open, which is an important means of ensuring democratic performance. Do so, on the one hand, assessment can be to understand their strengths and weaknesses, strengths and weaknesses, so that the test results good people to keep going advanced; test results can make convincing bad people, to rise upward mobility. On the other hand, also help to prevent possible bias in performance appraisals as well as all the errors, in order to ensure a fair and reasonable assessment.
5, combined with the principle of reward and punishment
Based on the results of performance appraisal should be based on the size of achievements, good or bad, there is reward and punishment, ups and downs, and this reward and punishment, lifting not only linked with the spirit of the incentive. But also must pay, bonuses, etc. associated with material interests, so in order to achieve the real purpose of performance appraisal.
6, the principle of objective evaluation
Personnel evaluation should be based on clearly defined evaluation criteria, evaluation data for objective evaluation, to avoid infiltration of subjectivity and emotion.
7, the principle of feedback
Evaluation of the results (reviews) evaluation must be back to himself, or would not achieve the educational role of evaluation. In the feedback evaluation findings, the evaluation shall be explained by a description on the reviews, positive achievements and progress, indicating the deficiencies, to provide reference for future efforts and so on.
8, the difference principle
The level of assessment should be a distinct difference between the boundaries, for different evaluation reviews in wages, promotion, use, etc. should reflect the significant difference, so that evaluation with irritation, encourage employees motivated

Answer 3

The principles of performance evaluation
1, the principle of fairness
Fair is to establish and implement staff performance appraisal system on the premise. Unfair, it is impossible to play due role in performance.
2, the principle of strict
Performance is not strict, it will become a mere formality, useless. Strict performance, not only does not fully reflect the real situation of the staff, but also have negative consequences. Stringency of performance include: must be a clear assessment criteria; have a serious assessment of attitudes; there must be strict and rigorous scientific evaluation system and the procedures and methods.
3, the principle of single-head evaluation
Evaluation of workers at all levels, must be evaluation by a person's "immediate supervisor" for. Relatively speaking, the best understanding of the direct supervisor who was the actual performance evaluation (performance, capacity, adaptability), and most likely reflect the true situation. Indirect parent (ie parent's parent) to the evaluation of the direct supervisor reviews should not be arbitrarily modified. This does not exclude the indirect parent of the evaluation results of the adjusted correction effect. Single-head evaluation clear evaluation responsibilities and evaluation system to reach agreement with the organization and command system, more conducive to strengthening the operational command of the organization function.
4, the results of the principle of openness
Appraisal conclusion I should open, which is an important means of ensuring democratic performance. Do so, on the one hand, assessment can be to understand their strengths and weaknesses, strengths and weaknesses, so that the test results good people to keep going advanced; test results can make convincing bad people, to rise upward mobility. On the other hand, also help to prevent possible bias in performance appraisals as well as all the errors, in order to ensure a fair and reasonable assessment.
5, combined with the principle of reward and punishment
Based on the results of performance appraisal should be based on the size of achievements, good or bad, there is reward and punishment, ups and downs, and this reward and punishment, lifting not only linked with the spirit of the incentive. But also must pay, bonuses, etc. associated with material interests, so in order to achieve the real purpose of performance appraisal.
6, the principle of objective evaluation
Personnel evaluation should be based on clearly defined evaluation criteria, evaluation data for objective evaluation, to avoid infiltration of subjectivity and emotion.
7, the principle of feedback
Evaluation of the results (reviews) evaluation must be back to himself, or would not achieve the educational role of evaluation. In the feedback evaluation findings, the evaluation shall be explained by a description on the reviews, positive achievements and progress, indicating the deficiencies, to provide reference for future efforts and so on.
8, the difference principle
The level of assessment should be a distinct difference between the boundaries, for different evaluation reviews in wages, promotion, use, etc. should reflect the significant difference, so that evaluation with irritation, encourage employees motivated.

Answer 4

真得很难。